Pursuant to the
provision of Chapter 150E of the General Laws of the Commonwealth of
Massachusetts, this contract is APPROVED on August 15, 2012 by the
FREETOWN-LAKEVILLE REGIONAL SCHOOL COMMITTEE (hereinafter sometimes referred to
as the Committee) and on July 11, 2012 by the EDUCATORS' ASSOCIATION OF
FREETOWN AND LAKEVILLE (herein sometimes referred to as the Association).

PREAMBLE

1. Under
Massachusetts Law, the Committee, elected by the citizens of Freetown and
Lakeville, have final responsibility for establishing the educational policies
of the public schools of the Freetown-Lakeville Regional School District,

2. The
Superintendent of Schools in the Freetown-Lakeville Regional School District
(hereinafter referred to as the Superintendent) has responsibility for carrying
out the policies so established;

3. The
teaching staff of the public schools in the Freetown-Lakeville Regional School
District has the responsibility for providing education of the highest possible
quality;

4. Fulfillment
of these respective responsibilities can be facilitated and supported by
consultations and free exchanges of views and information between the Committee
or its designated representatives, and the teaching staff in the formulation
and application of policies relating to wages, hours, and other conditions of
employment for the teaching staff; and so,

5. To give
effect to these declarations, the following principles and procedures are
hereby adopted.

ARTICLE I

RECOGNITION

A. The Committee
recognizes the Association subject to the provisions of General Laws Chapter
150E and any applicable amendments or provisions of state or federal laws now
or hereinafter in effect, as the exclusive representatives of all full time and
part-time professional teaching employees including federally funded unit
positions, nurses, librarians, department leaders and guidance personnel;
provided, however the wages, hours, and working conditions of department heads
when they are not engaged in actual teaching will not be covered by this
Agreement.

Specifically
excluded are per diem/intermittent substitute teachers, school administrators,
athletic director, aides, secretaries, academic tutors and all other employees.
Seniority and other benefits for federally funded and part-time employees will
be pro-rated.

B. Unless
otherwise indicated, the employees in the above unit will be hereinafter
referred to as "teachers".

C.
Long-term substitute teachers are teachers employed at least 91 consecutive
working days in one position. Long term substitutes will commence full coverage
under this Contract on the 92nd working day of employment.

ARTICLE II

GRIEVANCE PROCEDURE

A. .
Definitions:

1. A
grievance is a claim based upon an event or condition which involved a
misinterpretation, direct violation(s) or a misapplication(s) of the specific
provisions of this Agreement.

2. A
grievant is an individual employee or a group of employees who has been
personally affected by a misinterpretation, direct alleged violation(s) or
misapplication(s) of the specific provisions of the Agreement. The Association
may file a grievance on behalf of an identified, aggrieved individual employee
or an aggrieved identified group of employees.

3.
"Days" shall mean school days, except during the summer recess when
days shall mean when the Superintendent's office is open.

B.
1. All grievances shall be in writing and shall specify in a concise
manner the nature of the grievance, the Article of the Agreement allegedly
violated, the remedy requested, and the date on which the grievance was
initially filed. At all steps subsequent to the initial step, the grievance
shall also contain the decision rendered at the previous step and the date said
decision was rendered. All grievances shall contain the signature(s) of the
aggrieved person(s).

2.
Decisions on grievances shall be in writing and shall include a statement of
the reason(s) for the decision. Decisions shall be forwarded to the grievant
and the Association. The decision shall not be inconsistent with the terms of
the Agreement.

3. An
employee may present a grievance to the employer and have such grievance heard
without the intervention of the Association; however in such an event, the Association
shall be afforded the opportunity to be present during the presentation of such
a grievance. The settlement of such a grievance shall be consistent with the
terms of this Agreement.

4. All
grievances brought before the Committee will be held in closed session.

5. The
grievant may be represented at all stages of the Grievance Procedure by
representatives of the EAFL and/or those with whom they are affiliated.

C.
1. If a grievance is not initiated or appealed in accordance with the
procedures and time limits specified in this grievance procedure, the grievance
shall be deemed waived.

2. A
grievance initiated by a group of employees shall be signed by all the
aggrieved employees and may be initiated at Level Two. If any party of the
aggrieved group fails to sign the group grievance, said failure shall not
render the group grievance void. Said party shall thereby be bound by the
disposition of said group grievance.

3. No
written document or record relating to the processing of any grievance shall be
filed in the personnel folder of any employee except as may be required to
implement the disposition thereof.

4. The
time limits herein may be extended in writing by mutual agreement of the
parties.

5. To the
extent required by M.G.L., c. 150E, the Committee shall upon request provide to
the grievant and/or the Association such documents or data which are pertinent
to the disputed grievance.

6. Failure
at any step of this procedure to communicate the decision of a grievance within
the specified time limits to the grievant and the Association shall permit the
grievant to proceed to the next step.

7. Any
party in interest may be represented through Level Four of the grievance
procedure by a person of his/her own choosing.

8. No
reprisal of any kind will be taken by the School Committee or any member of the
Administration against any party-in-interest, any school representative, any
member of the PR & R Committee, or any other participant in the grievance
procedure by reason of such participation.

D. The
purpose of the Grievance Procedure is to produce prompt and equitable solutions
to those problems which from time to time may arise. The Committee and the
Association desire that the stated Grievance Procedure shall always be as
informal and confidential as may be appropriate for the grievance involved at
the procedural level involved.

LEVEL ONE -
Principal

The grievant shall
present the grievance to the appropriate building principal within fifteen (15)
days of the occurrence of the alleged violation or from the date when the
grievant should have reasonably become aware of said alleged violation. The
principal shall meet with the grievant within five (5) days of receipt of such
grievance and render a decision to the grievant and the Association within ten
(10) days of such meeting. During the summer months, at those schools in which
no principal is scheduled to work, a grievance may be filed initially at Level
II.

LEVEL TWO - Superintendent

If the grievance
has not been resolved at Level One to the satisfaction of the grievant, the
grievant may appeal such decision by submitting the same grievance document as
filed at Level One to the Superintendent within ten (10) days of the grievant's
receipt of the Level One decision. The Superintendent shall meet with the
grievant to discuss the allegations within ten (10) days after receipt of the
written appeal, and render a decision to the grievant and the Association
within, in ten (10) days after such meeting.

LEVEL THREE -
School Committee

If the grievance
has not been resolved at Level Two to the satisfaction of the grievant, the
grievant may appeal such decision by submitting the same grievance document as
filed at Levels One and Two to the School Committee within twenty (20) days of
the grievant's receipt of the Level Two decision; The School Committee, or its
designated Sub-Committee, the Superintendent, appropriate administrators and
legal counsel, if so requested for the School Committee, will meet with the
grievant, members of the PR & R Committee, and Association representatives
for the purpose of resolving the grievance within thirty (30) days following
receipt of the written grievance. Within fifteen (15) days after said meeting,
a decision will be sent to the grievant and the Association.

LEVEL FOUR -
Arbitration

A.
1. If the grievance has not been resolved at Level Three to the
satisfaction of the

Association, the
Association may, within fifteen (15) days after the grievant's receipt of the
decision at Level Three, present the grievance for arbitration to the American
Arbitration Association for disposition in accordance with its Voluntary Labor
Arbitration Rules. The Association will also send a copy of the Demand for
Arbitration to the Superintendent of Schools within fifteen (15) days after the
grievant's receipt of the Level Three decision.

2. The
decision of the Arbitrator will be submitted to the Committee and to the Association
and will be final and binding upon the Committee, the Association and the
aggrieved employees. The cost of the services of the Arbitrator including per
diem expenses, if any, and actual and necessary travel and subsistence expenses
will be borne equally by the Committee and the Association.

3. The
Arbitrator selected, shall hold hearings promptly and will issue a decision not
later than thirty (30) days following the close of hearings, or if oral
hearings has been waived, then from the date that the final statements and proofs
are submitted. The Arbitrator's decision will be in writing and will set forth
findings of fact, reasonings and conclusions to the issues submitted.

4. The
Arbitrator will be without power or authority to add to, or subtract from the
language and/or terms of this Agreement. The Arbitrator will be without power
or authority to make any decision or award which violates statutory Law, case
Law, or any rules and regulations issued under the authority of the
Commonwealth of Massachusetts or of the United States or which violates any of
the terms of this Agreement.

B. For
purposes of this grievance procedure, verification of the "date of
receipt" shall be made in one of the following ways:

1.
Certified Mail, Return Receipt Requested.

2. A dated
written acknowledgment of actual receipt signed by the receiving party.

C, It is
the intent of the parties that the School Committee may avail itself of the
aforementioned Arbitration procedure to resolve disputes arising out of the
implementation of this Agreement.

ARTICLE III

WORK YEAR, WORKING DAY & TEACHING LOAD

A. WORKING
DAY

1. The
regular working day for all professional employees shall begin ten (10) minutes
before the specified time of the beginning of the pupils' day at the school to
which they are assigned.

2. For the
purposes of this Agreement, the term "pupils' day" shall mean that
period of time between the regular starting and dismissal times established by
the Committee for pupils at the respective schools. Said starting and dismissal
times are subject to modification by the Administration and School Committee to
allow for unforeseen circumstances and for staggering schedules between schools
for transportation and scheduling purposes.

3. The
regular starting and dismissal time established by the Committee shall be such
that the pupil's day, including lunch and recess, will not exceed the
following:

High School - 6
hours, 33 minutes

Middle School - 6
hours, 30 minutes

Intermediate
School - 6 hours, 20 minutes

Elementary - 6
hours, 5 minutes

4.
Professional Employees will be in their assigned classrooms, laboratories,
shops, etc., and have them open for admission of pupils ten (10) minutes before
the beginning of the pupils' day.

5. The
workday of professional employees, except as otherwise provided in this
Article, or unless such employee is sooner dismissed shall end not less than
ten (10) minutes after the end of the pupils' day at the school to which they
are assigned.

6.
Professional employees shall work the regular workday not withstanding the
early dismissal of pupils on any such day, unless otherwise dismissed.

7.
Teachers in each school will be available for a principal's meeting once a
month for up to one hour (1:00). K-3 meetings will be held one hour prior to
the start of the school day. If meetings are held after school, they will begin
no later than fifteen minutes after student bus dismissal.

8. In
assigning teachers for after school administrative detentions in the High
School and Middle School, volunteers initially will be sought. In cases where
volunteers cannot be found, teachers shall he assigned to said duty on an
equitably distributed rotational basis; no teacher shall serve said duty more
than three (3) times per year; in either a volunteer or assigned duty
situation, a member of the administrative staff shall simultaneously serve said
duty with the appointed member of the teaching staff.

9. Parent
Conferences

a. In grades
6-12, two parent conferences will be scheduled per school year. One shall be
scheduled in the after school hours and one shall be scheduled in the evening
hours. Parent Conferences shall not exceed two consecutive hours. The principal
of the school may substitute one (1) Open House in place of the evening parent
conference. The Open House shall not exceed two (2) consecutive hours.

b. In
grades pre-school through grade 5, teachers may be required to participate in
the following:

- One Open House
per school year that shall not exceed two (2) consecutive hours

- One (1)
released time parent conferences per school year

- One after
school or evening parent conference per school year that shall not exceed two
(2) consecutive hours

B. WORK YEAR

1. The
working year for teachers will not exceed 182 days for the 2012-13 school year,
and 183 days in the 2013-14 school year and in each school year thereafter,
including the one-half instructional day before Thanksgiving, with the
following exceptions:

a. The
regular work year for guidance counselors in grades 6-12 will be 189 workdays
for the 2012-13 school year, and 190 workdays for the 2013-14 school year and
in each school year thereafter, to be worked as follows: three (3) days prior
to the start of the teacher work year, and four (4) days following the end of
the teacher work year, and will be paid at their per diem rate.

b. The
regular work year for adjustment counselors and school psychologist ( at the
Region will be 187 workdays for the 2012-13 school year, and 188 workdays for
the 2013-14 school year and in each school year thereafter, to be worked as
follows: three (3) days prior to the start of the teacher work year, and two
(2) days following the end of the teacher work year, and will be paid at their
per diem rate.

c. The
regular work year for pk-5 and 6-12 special needs coordinator will be 186
workdays for the 2012-13 school year, and 187 workdays for the 2013-14 school
year and in each school year thereafter, to be worked as follows: two (2) days
prior to the start of the teacher work year, and two (2) days following the end
of the teacher work year, and will be paid at their per diem rate.

d. The
regular work year for curriculum leaders K-12 throughout the districts will be
186 workdays for the 2012-13 school year, and 187 workdays for the 2013-14
school year and in each school year thereafter, to be worked as follows: Four
(4) days when school is not in session, at the discretion of the Assistant Superintendent
of Student and Professional Learning and/or the building principal.
Compensation for these days is included in the stipend for Curriculum Leaders,
as per Appendix C.

2.
Teachers will receive three consecutive hours of time, excluding lunch, on the
first day of the work year for preparation of their classrooms, work station,
assigned area or teaching materials in anticipation of student attendance the
following day.

3.
Included in the working year will be one day prior to the opening of school. On
the 180th student day, students will be dismissed, utilizing the 1/2
day schedule. Teachers will remain that day to complete end of the year
responsibilities.

4. In the
event a teacher loses a day's pay, this day shall be computed as 1/182 of the
teacher's salary for the 2012-13 school year, and 1/183 of the 2013-14 school
year and in each school year thereafter.

5. AH
part-time employees will be required to be in attendance for a full workday on
the first workday of the work year and the last workday of the work year. Also,
on in-service days, part-time employees shall be required to attend release day
activities. When a part-time employee is required to work a full workday, said
employee will be paid for a full workday.

C. DUTY
FREE LUNCH

All teachers shall
receive a duty-free lunch period equivalent in length to that of the students.

D.
EXTRA-CURRICULAR ASSIGNMENTS

1.
Distribution of extra-curricular activities will be on an equitable basis.
Those activities that are subject to compensation will be in accordance with
the provisions of Appendix C of this Agreement.

2.
Teachers shall not be required to teach classes that exceed the normal teacher
work day as defined in A above, but may accept an assignment outside the normal
teacher work day.

E.
CURRICULUM PLANNING TIME

Curriculum
planning time may be scheduled on one-half day sessions at the Superintendent's
discretion during the life of this Agreement. The Superintendent may determine
that curriculum planning days are needed at any or all schools on any given
day. Additional days may be scheduled at the Superintendent's discretion.

F. PLANNING
TIME

1.
Planning time to meet the needs of the program of the individual school is
essential: Efforts will continue to be made to provide for this under the
responsibility of the individual school administrator for meeting the needs of
the students.

2. HIGH
SCHOOL PLANNING TIME:

Secondary school
teachers shall be assigned no more than five (5) teaching periods per day.
However, under specific conditions, a sixth (6th) teaching period
may be assigned to classroom teachers. Up to twelve (12) additional teaching
periods per year may be offered at the High School with no more than two (2) in
any department. No teacher shall teach a sixth teaching period for two
consecutive school years unless no other eligible teacher (see numbers d &
e below) agrees to teach a sixth teaching period and the teacher mutually
agrees to teach a sixth teaching period for a second consecutive year.

In order for a
sixth (6th) teaching period to be assigned to a classroom teacher,
all of the following conditions must be met:

a. There must be
mutual consent between the teacher and the principal;

b. The teacher
is informed that they will continue to have an assigned duty as specified in
Article III of this Agreement;

c. The teacher
is informed that they will no longer have a preparation period, as defined in
Article III of this Agreement, for as long as s/he is teaching a sixth (6th)
teaching period;

d. The teacher
must have three (3) years teaching experience and completed one (1) full school
year in Freetown-Lakeville Regional School District;

e. The teacher
must be licensed to teach the class period and have taught that subject area in
the Freetown-Lakeville Regional School District.

Teachers who teach
a sixth (6th) teaching period will receive an additional twenty
percent (20%) of their salary as compensation for the additional class period.

Every teacher at
the secondary level shall have five (5) preparation periods each week, during
which they shall not be assigned to any other duties. Except where not feasible
due to scheduling difficulties, such preparation periods shall be on a daily
basis provided, however, the above shall not apply where adequate substitutes
cannot be obtained to replace absent teachers. Teachers of Advanced Placement
will be free from supervisory responsibilities unless adequate coverage for
such duties does not exist, in an effort to provide additional preparation
time.

3. MIDDLE
SCHOOL PLANNING TIME:

Teachers will
receive forty (40) minutes individual planning time per day and forty (40)
minutes common planning time per day. The administration will not schedule
Parent-Teacher Conferences in the above (Middle School) defined planning time
unless absolutely necessary.

4.
INTERMEDIATE (Grades 4-5) SCHOOL PLANNING TIME:

Teachers will
receive forty (40) minutes individual planning time per day and twenty (20)
minutes of common planning time per day.

5.
ELEMENTARY (Grades PreK-3) SCHOOL PLANNING TIME:

Elementary
teachers shall have forty (40) minutes of individual planning time per day,
excluding duty free lunch, during which they shall not be assigned to any other
duties, such individual planning time to be within the designated pupils' day.
Every effort will be made to schedule such individual planning time when
classes are under the supervision of special subject teachers and to avoid
scheduling such planning time during the lunch cycle. No individual planning
time will be scheduled in increments of less than ten (10) minutes of actual
available duty-free time. The Committees will assure that substitutes will be
employed in the above subject areas except when emergency conditions make them
unavailable. The school administration will demonstrate that every reasonable
effort is being made to increase the allotted minimum per week individual
planning time. No recess time shall be counted as individual planning time.

Elementary
teachers will not be required to be present in the classroom while students are
being instructed by professional staff members in the special subject areas.
Nothing in this Agreement shall prohibit a teacher from being present in said
classroom if, in his opinion, he would be remiss in his professional
responsibilities by being absent from the classroom, the time made available to
the teacher shall be considered planning time.

Elementary
Teachers shall have twenty-five (25) minutes of common planning time per day
and may be required to meet up to two times per week.

6. CLASS
SIZE

The Committee and
the Association recognizes that the pupil-teacher ratio is an important aspect
of an education program. Therefore, the Committee shall, Wherever possible,
establish class sizes at appropriate and reasonable pupil-teacher ratios in the
best interest of students; and, in particular, the Committee shall endeavor to
keep laboratory and shop class sizes within reasonable limits whenever
possible,

7. COMMON
PLANNING TIME

Common Planning
Time shall be scheduled and directed by the building principal so that teachers
of the same subjects and/or students can collaborate on curriculum,
instructional practices, common assessments, student work, analyzing data, or
other matters to improve professional practice and positively impact student
learning. Common Planning Time is in addition to Individual Planning Time.

G.
INSTRUCTIONAL/SUPERVISORY/UNASSIGNEDTIME:

The Middle School
shall be certified as an elementary school for the purpose of the Student
Learning Time Regulations of the Department of Education.

1. The
amount of instructional/supervisory time shall not exceed 280 minutes per day.

2. The
amount of unassigned time shall not he less than 80 minutes per day.

H. HIGH
SCHOOL SCHEDULE:

1. High
School teachers shall not have more than five (5) teaching periods per day, except
as specified in Article 3, F. 2. of the existing Agreement.

2.
Teaching periods may vary in length based on the instructional program.

4. High
School Teachers shall have one consecutive hour (1:00) per week for Common
Planning Time.

ARTICLE IV

ASSIGNMENTS, REASSIGNMENTS & TRANSFERS

A.
REASSIGNMENTS:

The Committee and
the Association recognize that reassignments may be necessary; they recognize
that other than where reassignments may he necessary because of a reduction in
the number of positions in a school, the prime factor to be considered in
reassigning teachers is that of providing for the educational and instructional
needs of the school system.

1. For the
purpose of this Article, a "reassignment" shall be defined as the
movement of a teacher within a school building from one grade to another or
from one subject matter and/or department to another.

2. In
making reassignments, it is recognized that the final decision rests with the
Superintendent; however, the following procedures will be utilized:

a.
Reassignments shall be made only after a personal conference between individuals
involved and the Superintendent of Schools, (or his designee), at which time
the teacher shall be notified of the reasons for such reassignment. In making a
reassignment, every effort will be made to honor the wishes of the individual
teacher to the extent that such wishes do not conflict with the instructional
requirements of the school system.

b. In
making any reassignment, consideration will be given to the teacher's
competencies, certification major and/or minor field of study, quality of
teaching performance, the specific area of competence sought, the length of
service in the system and the length of service in the position currently held.

c. Teachers being
reassigned will be reassigned to a position which bears an appropriate
relationship to the teacher's qualifications, experience or prior duties.

B.
TRANSFERS:

The Committee and
the Association recognize that transfers may be necessary; they also recognize
that other than where transfers may be necessary because of a reduction in the
number of positions in a school, the prime factor to be considered in
transferring teachers is that of providing for the educational and
instructional needs of the school system.

1. For the
purpose of this Article a "transfer" shall be defined as the movement
of a teacher from one school building to another.

2. In
making transfers, it is recognized that the final decision rests with the
Superintendent; however, the following procedures will be utilized:

a. In
making any transfer, consideration will be given to the teacher's competencies,
certification, major and/or minor field of study, quality of teaching
performance, the specific area of competence sought, the length of service in
the system and the length of service in the position currently held.

b.
Teachers being transferred will be transferred to a position which bears an
appropriate relationship to the teacher's qualifications, experience or prior
duties.

c. An
involuntary transfer will be made only after a meeting between the teachers
involved and the Superintendent (or his designee), at which time the teacher
will be notified of the reason(s) for the transfer. In the event that a teacher
objects to the transfer at this meeting, upon the request of the teacher, the
Superintendent may meet with the Association's representative to discuss the
transfer at a mutually convenient time.

d. If two
or more individuals have equal competencies, certification, major and/or minor
field of study, quality of teaching performance, the specific area of
competence sought, length of service in the system, and the length of service in
the position currently held, then the person with the shortest length of
service shall be transferred first.

3. A list
of open positions in all schools for which a teacher is qualified and certified
will, upon request, be made available to a teacher for whom involuntary
transfer is being considered.

4. A
teacher desiring a transfer will submit a written request to the Superintendent
stating the assignment preferred and the reasons for said request. Such
requests must be submitted between September 1 and April 1 of each school year
to be considered for the following school year. Requests must be renewed each
year. All requests will be acknowledged in writing.

C. GENERAL:

1.
Teachers will be notified as soon as decisions are made of their programs for
the coming school year, including the schools to which they will be assigned,
the grades and/or subjects that they will teach and any special or unusual
classes that they will have. If prior notification has not been made, such notification
will be made by August 1, provided, however, if the Superintendent deems it
necessary, assignments previously announced may be changed when unanticipated
circumstances arise. Teachers so affected will be notified promptly, in
writing.

2. In
arranging schedules for teachers who are assigned to more than one school, an
effort will be made to limit the amount of inter-school travel. Such teachers
will be notified of any changes in their schedules as soon as practicable.
Teachers who are assigned and must drive their vehicles in school related
business mileage will be compensated at the IRS rate. Teachers will be
instructed where to report for their first daily assignment and compensated
mileage will be for any alternate or additional locations assigned from that
starting point.

3.
Teachers will not be asked to substitute except in emergencies.

4. Notice
of all permanent vacancies shall be posted by the end of the school year in
each school, clearly setting forth qualifications for the positions, duties,
and salary ranges. Such qualifications, duties, and salary ranges shall not be
changed after having been posted without prior notice to the Association. Such
notice shall be posted at least fourteen (14) days before the date when
applications must be submitted. Teachers who desire to apply for such vacancies
shall submit their application, in writing, to the Superintendent or his/her
designee within the time limits specified in the notice.

5.
Teachers desiring transfers will submit a written request to the Superintendent
stating the desired assignment. Such requests will be submitted between
September 1 and April 1 of each school year. Requests must be renewed each
year, and all requests must be acknowledged in writing. Teachers who have
submitted a request for a transfer will be given preference over teachers who
respond to the vacancy posting. When vacancies occur during the summer, the
following time frame for posting shall be adhered to:

Before August 1st,
at least fourteen (14) days; from August 1st to August 20th, at least seven (7)
days; from August 21st to the opening of school, no time period,

ARTICLE V

VACANCIES & PROMOTIONS

A.
1. Whenever any vacancy in a professional position occurs during the
school year (September to June) it will be publicized by the Superintendent by
means of an email sent to all employees of the Freetown and Lakeville Regional
School District five (5) school days in advance of any publication in any
electronic or print media or on any website.

2,
Teachers who wish to be notified of vacancies which occur during the summer
months shall monitor their school district email account regularly. During the
summer months, all employees shall be notified via an email five (5) business
days prior to the publication of any vacancies in any electronic or print media
or on any website.

3. In both
situations, the qualifications for the position, its duties and the range of
compensation will be sent forth.

B. Except
in unusual circumstances, all teachers who satisfy the posted qualifications
will be given opportunity to make application for such positions and the
Committee agrees to give consideration to all factors including the
professional background and attainments of all applicants. All applicants will
be notified of the final action taken.

C. For
purposes of this article, "vacancy" shall be defined as a
professional teaching position caused by resignation, retirement, death, or
resulting from the establishment of a new position or from a leave of absence
of not less than one (1) year.

ARTICLE VI

DISCIPLINE

No teacher with
professional teacher status will be discharged, disciplined, reprimanded to the
extent of material being placed in his personal file, reduced in rank or
compensation, or deprived of professional advantage without just cause.

ARTICLE VII

SICK LEAVE

A. Teachers
will be entitled to fifteen (15) sick leave days each school year. Sick leave
may be accumulated from year to year with no maximum limit.

B.
1. Sick leave each school year may also be utilized in cases of
emergency or critical illness or injury in the employee's immediate family. For
purposes of this section "immediate family" shall include the
employee's spouse, child, parent, brother, sister, son-in-law, daughter-in-law,
brother-in-law, sister-in-law, and grandchild and/or other persons residing in
the employee's immediate household.

2. Three
(3) days of said sick leave each school year may be utilized for personal
matters which require absence during school hours for legal business,
emergencies, or serious obligations that cannot be carried on at any other
time. Teachers should make every reasonable attempt to minimize the amount of
time taken. Teachers will give at least 24 hour notice when taking such leave
except in unusual or emergency circumstances. Violations of this paragraph will
be subject to disciplinary action.

3.
Personal leave days may not be taken the day prior to or the day following any
vacation, holiday weekend, or other such similar recess period, nor may two (2)
personal days be taken consecutively except under special circumstances with
the approval of the Superintendent.

4. With a
minimum of twenty-four (24) hours notice provided to the building principal,
teachers may also use up to two (2) personal leave days to attend the
graduation of a family member.

C. An
indefinite number of days at pay, less the equivalent of a Substitute's daily
rate, shall be available once the accumulated number of sick leave days has
been exhausted. Said adjustment shall apply regardless of whether a substitute
is provided and such extension of sick leave shall not be carried beyond the
end of the school year in which the regular sick leave has been expended.

D. Teachers
will receive an annual accounting of the total number of sick leave days
accumulated by them as of June 30th of each year. This accounting will be made
on or before the following September 15th.

E. A
doctor's certificate may be requested by the Superintendent from any employee
who is absent in excess of five (5) consecutive working days. If an employee's
absence exceeds . twenty-nine (29) consecutive days the Superintendent may
require a doctor's certificate stating a possible expected date of the
employee's return to work.

F. To be
eligible to use sick leave, an employee must report the sickness to the
appropriate Principal, or his designee, as soon as possible on the first day of
absence.

G. Teachers
who notify the Superintendent, in writing, of their intent to resign or retire
on or before April 1 of any school year, said resignation or retirement to be
effective on June 30 of the next following school year, shall be eligible for
sick leave buy-back as provided herein. Upon receipt of such notice by the
Superintendent or his designee, said teacher shall receive a salary adjustment
during the last year of employment in a sum equal to twenty dollars ($20.00)
multiplied by the number of accrued sick leave days provided, however, that the
maximum number of such eligible days shall not exceed two hundred (200) days.
Teachers accruing more than two hundred (200) sick leave days shall receive no
benefits in connection with days accrued in excess of two hundred

H. The
existing practice regarding sick leave benefits for part-time employees shall continue;
e.g., those employees working a portion of each day in a five (5) day week will
receive sick days according to a fractional day and those working full days but
not a full week will receive the appropriate number of full days off

ARTICLE VIII

LEAVES OF ABSENCE

Professional
employees will be entitled to the following leave of absences with pay:

A. Up to
fifteen (15) days shall be made available for Association representatives to
deal with National, State, County, or Local business. An additional five (5)
days shall be available for the same purposes with the Superintendent's
permission, which will not be unreasonably denied, for which the Association shall
reimburse the Committee for the cost of a substitute. No individual teacher,
with the exception of the President of the Association, shall be eligible to
use more than four (4) "Association Days." The request must made by
the Educators' Association of Freetown and Lakeville.

B. Time
necessary for appearance in any legal proceeding connected with the teacher's
personal employment in the Regional School District except in cases in which
the teacher has commenced a Court proceeding against the employing Regional
School District. This benefit does not apply to. any proceeding arising out of
any alleged violation of Article XVI nor does it apply to Arbitration or Fact
Finding proceedings unless such proceedings are at the request of the School
Committee and held during school hours.

C. A member
of the bargaining unit, suffering a personal bereavement as the result of a
death of a member of his/her immediate family shall receive up to three (3)
work days with pay for time lost from work. Such days shall be for the purpose
of attending the funeral and/or preliminary services attendant to actual
burial. For this purpose, "immediate family" should mean the
following: mother, father, sister, brother, spouse, significant other, child,
mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law,
sister-in-law, grandchild, grandparents and/or other persons living in the
employee's household. In special cases not covered by the above, a day or days
may be granted by the Superintendent.

D. RELIGIOUS
HOLY DAYS:

Up to three (3)
days per school year will be granted, without loss of pay to an employee who
observed the major traditional religious holy days which fall on days when
school is in scheduled session. Such days will not be charged against the
employee's accumulated sick leave.

E.
MATERNITY LEAVE - DISABILITY/EXTENDED LEAVE

A teacher
requesting a maternity leave shall indicate, in her request to the
Superintendent, the total length of leave desired including disability sick leave
and extended, unpaid leave. A teacher may request only disability leave or a
combination of disability and extended, unpaid leave, but the total maternity
leave shall not exceed two (2) school years. The combination of disability and
unpaid leave may include unpaid leave before the disability period and/or after
the disability period.

1. A
teacher requesting maternity leave shall give four weeks' prior notice to the
commencement of the leave, except in cases of premature delivery, of her
anticipated date of departure and intention to return.

2. The
teacher who desires to return to work at the end of her disability period may
then return to work. A teacher who intends to take extended unpaid leave
immediately following the disability leave shall take such leave for the
balance of the school year and, if the teacher so requests, for the next
following school year.

3. During
the disability period, a teacher may apply her accumulated sick leave to her
disability resulting from her pregnancy, childbirth, and recovery from
childbirth. Sick leave shall be allowed only for days teachers would normally
be working during their regular work year. The teacher's attending physician
shall certify to the Superintendent the length of the teacher's disability
period.

4. A
teacher not otherwise covered by the above sections of this Article shall be
entitled to parental leave under the same terms and conditions as set forth
above, except that the teacher shall not be eligible for sick leave and
provided that such leave shall commence immediately following the birth or
adoption of the teacher's child.

5. In the
event that the reason for the maternity leave or parental leave be no longer
operative, then such teacher, with the approval of the Superintendent, may
return to work.

6. All
contractual benefits to which a teacher was entitled at the time his/her leave
commenced, minus any sick leave used, will be restored upon return, and the
teacher will be assigned to the same position held at the time the leave
commenced, or to an equivalent position, if possible. A teacher returning from
leave under this Article will be placed on the next step of the salary schedule
if he/she had been in a pay status in the Freetown-Lakeville Regional School
District for more than ninety-one (91) workdays in the year during which the
leave commenced.

7. A
teacher on leave pursuant to this Article must give written notice to the
Superintendent by April 1st of the school year in which the leave is taken, or
by April 1st of the subsequent school year, if applicable, of said teacher's
intention to return the next following September. If such written notice is not
received by the Superintendent on or before April 1, then the Teacher on leave
may be terminated from the School System.

F. JURY
DUTY:

Any employee in
the bargaining unit called for jury duty shall be allowed to fulfill this duty
without loss of benefits and will be paid by the Committee the difference
between his/her regular pay during such period of time and the compensation
received for such duty from the appropriate governmental body upon presentation
to the Superintendent of evidence of such service.

G.
ASSOCIATION LEAVE:

The Committee
agrees that up to one (1) PTS teacher designated by the Association, upon
request, be granted a leave of absence for up to four (4) years without pay for
the purpose of engaging in Association (local, state or national) activities.
Upon return from such leave, the teacher will be placed on the step and level
of the salary schedule which he/she would have achieved on September 1
following his/her last year of employment by the school district as a teacher.

H. MILITARY
LEAVE:

1.
Military leave will be granted to any teacher who is inducted or enlisted in
any branch of the armed forces of the United States. Upon return from such
leave a teacher will be placed on the salary schedule at the level which he
would have achieved had he remained actively employed in the system during the
period of his absence up to a maximum of three (3) years.

2. In
addition to the above, Section 1, teachers who are inducted into the armed
forces or are military reservists and are involuntarily called to active duty
shall receive the following benefits:

a. For
ninety (90) school days of such military service, such teachers shall be paid a
salary equal to the difference between their military pay and their salary they
would be receiving as provided by the terms and provisions of this Agreement.

b. During
such military service, such teachers may continue to participate in the health
insurance plans available to bargaining unit members, with the Employer paying
the same percent of the premiums of such insurance as for bargaining unit members.

c. During
such military service, such teachers shall receive all other benefits pro-rated
at the rate of fifty percent (50%) per year, or as though he/she had been in
active employment for at least ninety (90) days, as the case may be.

d. If such
teacher volunteers to extend such military service beyond that which was
actually required by induction or by being involuntarily called to active duty,
the benefits under a, b and c above will cease and Section 1, above will apply
effective on the date the involuntary military service ended.

3. A
maximum often (10) days per school year for persons called into temporary
active duty of any unit of the United States Reserves or the State National
Guard, provided such obligations cannot be fulfilled on days when school is not
in session. Teachers will be paid the difference between their regular pay and
the pay which they receive from the State or Federal Government.

I.
MAINTENANCE OF BENEFITS:

All benefits to
which a teacher was entitled at the time of his/her leave of absence commenced,
including unused accumulated sick leave, will be restored to him/her upon
return, and he/she will be assigned to the same position held at the time said
leave commenced, if available, or if not, to a substantially equivalent
position.

J. OTHER:

Other leaves of
absence without pay, increment or benefit for reasons not stated in this
Article may be granted by the School Committee in its sole discretion.

K. EXTENSION
OR RENEWAL;

All requests for
extensions or renewal of leaves will be applied for in writing. Notification of
actions taken will be in writing.

L. Leave of
absence for the Peace Corps, Americorps or similar program or for a Teacher
Exchange program may be granted at the discretion of the Superintendent.

ARTICLE IX

SABBATICAL LEAVE

Upon
recommendation of the Superintendent, and after development of a comprehensive
written plan outlining goals, objectives and value to the school system of the
proposed sabbatical, sabbatical leaves may be granted by the Committee for
study or travel to a teacher subject to the following conditions:

A. No more
than two (2) members of the teaching staff will be absent on sabbatical leave
at any one time.

B. Written
requests for sabbatical leave must be received by the Superintendent of Schools
no later than the start of the Spring semester prior to the school year in
which the requested leave is to begin.

C. The
requesting teacher has completed at least five (5) consecutive full years of
service in the school system prior to the start of said leave.

D. Teachers
on sabbatical leave will be paid at fifty (50) percent of their regular salary
rate, provided that such pay when added to any program grant will not exceed
the regular salary rate. "Salary" as used in this provision shall
include only total annual salary, excluding any supplemental payments for
special assignments such as extracurricular activity duties for which an
employee would have been paid in the year during which he/she is on sabbatical
leave.

E. The
teacher will agree to return to employment for one (1) full year in the event
of a semester's leave or two (2) full years in the event of a full year's
leave. A teacher who fails to live up to this obligation will be responsible
for immediately reimbursing any compensation paid under this Article.

F. Upon
return from such leave, a teacher will be considered as if he/she were actively
employed by the Committee during the leave and will be placed on the Salary
Schedule at the level he/she would have achieved if he/she had not been absent.

G. Upon
completion of a Sabbatical Leave, the recipient of the Leave shall submit a
comprehensive report to the Superintendent containing transcripts of all college,
and/or University work done while on Leave and/or any other pertinent data or
interpretive material considered essential to an evaluation of his/her program.

H. The
granting of Sabbatical Leaves is in the sole discretion of the School Committee.

ARTICLE X

INSURANCE

A. HEALTH
INSURANCE:

1. Under
the Premium Payments portion of the Program, the employee portion of the health
insurance premium (and the group term life insurance premium) will
automatically be converted to a pre-tax expense. You will not have Federal and
Massachusetts income taxes on these amounts. The conversion to the pre-tax expense
will be at no cost to the school committees. The Association has the right to
an annual review of the Administrative mechanism at its cost to convert to the
pre-tax expense.

2.
Employees covered by this Agreement will have available the following Health
Insurance Plans: Regional School District Blue Care Elect
Preferred (PPO)

HMO Network Blue New England

3.
Seventy-five percent (75%) of the HMO premium is paid by the Freetown-Lakeville
Regional School District. Sixty-five percent (65%) of the PPO premium is paid
by the Freetown-Lakeville Regional School District.

Employees of the
Town of Lakeville, or the Region, who retired on or before June 30, 201 1, will
continue to receive health benefits at the same premium percentage rate that
they received at the time of their retirement. Employees of the Town of Freetown
who retired on or before June 30, 2011, will continue to receive health benefits
at the premium rate of ninety percent (90%) of either plan being paid by the
Town of Freetown and ten percent (10%) of the plan by the employee. These
premium percentage rates will continue for the duration of the retiree's life
or until such time that the retiree chooses to decline insurance coverage.

Effective July
1,2011 employees previously working for the Towns of Freetown or Lakeville will
pay the same co-pays as the employees of the Region (henceforth known as the
Regional School District). The co-pays are as follows:

There are no
($0.00) deductibles under the HMO Network Blue New England Plan. The Blue Care
Elect Preferred (PPO) has a deductible of $250.00 for individual and $500.00
for family plans for out-of-network services only. In all other cases the PPO
has no (0.00) deductibles.

4.
Employees who retire from service will receive health insurance benefits at the
same rate as actively employed members of the bargaining unit.

5.
Participation at appropriate levels is open to new hires at the time of
employment and all unit members so requesting said coverage effective the next
July 1, provided a written notification of intent to participate in the program
has been received by the Superintendent of Schools on or before January 1 of
the year in which the extended coverage provided hereunder is to commence.
Additionally, any employee may apply for participation in the health insurance
program at any time upon demonstration of hardship or emergency circumstances.

6.
Part-time Employees

All employees
hired in a sixty percent (60%) or greater position will receive the insurance
benefits offered by the employer.

7. The
Committees agree to offer the same health insurance benefits at the same
premium percentage rate with the same co-pays and deductibles to surviving
spouses of active and retired employees as to active employees.

B. LIFE
INSURANCE:

The life insurance
benefits presently in effect will be continued.

C.
DISABILITY INSURANCE:

1.
Disability Insurance will be provided at a cost of $4.29 per employee to be
paid by the School Committee.

2.
Individuals can supplement that coverage, but will have to pay the total cost
of the extra coverage.

3.
Disability Insurance coverage is available in the second year of employment.

D. DENTAL
INSURANCE:

The School
Committee agrees to a check off for dental insurance at no cost to the
employer. The employee will assume 100% of the cost of the plan.

E. FLEXIBLE
SPENDING ACCOUNTS;

The Committee
agrees to offer flexible spending accounts (FS A) at no cost to the employee.
The employer will assume 100% of the administrative costs of the FSA plan,

ARTICLE XI

PARAPROFESSIONALS

A. The use
of paraprofessionals is recognized as desirable for the development of a sound
educational program. Therefore, paraprofessionals will be employed according to
the needs of the program as determined by the Committee and the Superintendent,
where possible, provided, however that the budgetary applications of this
section remain the responsibility of the School Committees.

B. A
paraprofessional should not be employed in lieu of a teacher.

ARTICLE XII

NURSES

A. Work Day
and Work Year

1. Prior
to the start of school, the nurses will be allowed to work up to twenty (20)
hours and they will be compensated for their time at the stipendiary hourly
rate.

2, Nurses
must remain in their assigned school to be on call in case of emergencies
except when excused by the principal.

B. Sick
Leave

If it is
determined that a nurse has contracted a reportable disease within the meaning
of 105CMR 300 as a result of their treatment of students attending school, then
absences resulting from receipt of prophylactic inoculations for such disease
shall not be deducted from accumulated or current sick leave.

C.
Professionals Days

Up to three (3)
days each year shall be granted to the nurses for professional improvement in
order to satisfy the continuing educational requirements. In addition to
Tuition Reimbursement language in the contract, up to $150 per year, per nurse,
will be paid for CEU's taken in accordance with the Massachusetts Registration
of Nurses Law.

D.
Protection

1. Nurses
will not transport pupils. Responsibility for transporting ill students rests
primarily with the children's parents. In the event of serious illness or
injury, 911 will be called.

2. No
member shall be held responsible for loss, damage, or destruction of school or
student property when such damage occurs during the course of the provision of
first aid or other medical treatment to students.

3. The
provisions of MGL, c. 258, relative to indemnification of nurses will apply as
set forth in said law.

4. The
provisions of MGL, c. 71 section 55A relative to the rendering of first aid
services is applicable as set forth in said law.

ARTICLE XIII

ASSOCIATION MEMBERSHIP

A. Upon
receipt by the Superintendent/School Committee of a signed voluntary authorization
by Association members within the bargaining unit and in accordance with the
terms of the form of said authorization, membership dues in all professional
organizations such as National Education Association, Massachusetts Teachers
Association, and Educators1 Association of Freetown and Lakeville
shall be deducted from the payroll in equal installments on a monthly basis
provided, however, that treasurers or disbursing agents are notified in writing
of procedures to be followed.

B. In
accordance with the provisions of M.G.L., Chapter 150E, all employees in the
bargaining unit who commence their initial work year on or after September 1,
1983 except those employees certified as members of the Association to the
School Committee by the Association, as a condition of employment, shall pay,
annually or by dues deduction to the Association as of the thirtieth (30th) day
subsequent to the first day on which said employee initially works for the
School Committee or thirty (30) days subsequent to the effective date of this
Agreement whichever is later, an Agency Service Fee no greater than that sum
paid by Association members to become and remain a member in good standing of
the exclusive bargaining agent. The "Bargaining Agent" shall include the
National Education Association, Massachusetts Teachers Association, the
Educators' Association of Freetown and Lakeville, and the Plymouth County
Education Association. Said amount and the payment of said amount shall be
certified annually to the Committee by the Association. The enforcement of this
provision for nonpayment of said sum shall be the Association's right to bring
legal action in a Court of Competent Jurisdiction against a member of the
bargaining unit who is delinquent in paying any said sum. The School Committee
shall not terminate the employment of nor take any action against any said
member of the bargaining unit who is delinquent in paying any said sum.

C.
Notwithstanding Section B above, federally funded full time employees and
federally and locally funded part-time employees who are entering the
bargaining unit as of September 1, 1989, will be subject to the Agency Service
Fee regardless of their date of hire by the School Committee.

D. The
School Committee assumes no obligation financial or otherwise, arising out of
the provisions of this Article and the Association shall indemnify and hold the
School Committee harmless from any and all claims, grievances, arbitrations,
awards, suits, attachments or other proceedings arising out of or by reason of
any action taken by the School Committee for the purposes of complying with any
provisions of this Article. The Association assumes full responsibility for the
disposition of the funds deducted under this Article as soon as they have been remitted
by the School Committee to the Association.

ARTICLE XIV

FACILITIES

Any reasonable
complaint by a teacher as to a school facility shall be investigated promptly
and the teacher shall be notified of the action taken. All facilities
equivalent to or better than those in existence will remain available to
teachers.

A. The
Committees will use all reasonable effort to maintain heating temperatures and
working conditions conducive to the safety of its teachers.

B. The
Committee also agree to comply with all occupational health and safety
standards and regulations as adopted by OSHA or the Department of Labor, as
well as all state and local agencies.

C. The
Educator's Association of Freetown and Lakeville and the School Committees
agree to establish and maintain Health and Safety Committees in each school
building. Said committee shall be made up of union representatives and building
administrators. Meetings of said committees shall not occur during school
hours. The duties of the committee(s) shall include, but not be limited to, the
following:

Monitoring health
and safety conditions in their building and making recommendations to the
officials in charge of improvement.

ARTICLE XV

HEALTH AND SAFETY

The Tools for
Schools test kit (Exhibit F) will be available in all schools. If there is an
air quality concern, it will be brought to the attention of the Health and
Safety Committee. The Health and Safety Committee will access the Tools for
Schools test kit and oversee its implementation.

The application
test kit will be performed by the building custodian or a designee of the
Superintendent. Any diagnosed problems will be reported immediately to the
Superintendent and a copy provided to the Health and Safety Committee.

ARTICLE XVI

INFORMAL DISCUSSION

A. Upon
request by the Association and upon mutual agreement as to time and place, the appropriate
committee shall meet with the Association up to a maximum of four (4) times
during the school year to discuss matters of mutual concern. Should the
appropriate committee and the Association fail to reach mutual agreement as to
time and place, the meeting will be held in Executive Session as a part of the
appropriate regularly scheduled School Committee meeting within one (1) month
of such request by the Association. Should the purpose of the meeting involve
more than one committee, such meeting should be scheduled by mutual agreement
of all concerned parties.

ARTICLE XVII

COMMITTEE RIGHTS

A. The
Parties to this Agreement recognize that the Committee has and will continue to
retain, whether exercised or not, the sole and unquestioned right and
responsibility to direct the operation of the Freetown/Lakeville Public Schools
in all its aspects. Nothing in this Agreement shall be deemed to derogate from
or impair any power, right, or duty heretofore possessed by the School
Committee except where such right, power or duty is specifically limited by
this Contract.

B. The
listing of the following specific rights of the Committee in this Article is
not intended to be nor shall be considered restrictive of or as a waiver of any
of the rights of the Committees not listed herein.

C. Subject
to such regulations and restrictions as are expressly provided in this
Agreement or by Law, such management rights and responsibilities as are vested
exclusively in the School Committee include; the right to hire and retain
employees in positions within the school system; the right to determine the
number of employees required to perform the operations of the School District,
the right to suspend, demote, discharge or take other disciplinary action
against Employees for just cause, the right to determine the care, maintenance
and operation of the equipment and property used for and on behalf of the
purposes of the School District; the right to establish grades and courses of
instruction including special programs and/or provide for the athletic,
recreational and social needs of the students; and the right to relieve
employees from duty because of lack of work or other legitimate reasons.

ARTICLE XVIII

NO STRIKE

A. No
employee nor the Association or any officers thereof pursuant to M.G.L. C.150E
shall engage in, induce, encourage, condone or sanction any strike, walkout,
slow down, work stoppage or withholding of services.

B. The
Association and its members individually and collectively agree that if there
is a violation of this clause any or all teachers violating tin's clause will
at the discretion of the Committee be subject to disciplinary action, including
discharge or suspension and the only matter that shall be subject to the
grievance and arbitration procedure is whether or not the teacher has engaged
in any of the activities prohibited above.

ARTICLE XIX

TEACHER EVALUATION

The Parties are currently
bargaining a new evaluation policy. The existing policy will remain in effect
for some employees and therefore remains part of this Agreement. The existing
policy will sunset on August31, 2014.

The New Evaluation
Policy is printed separately from this Agreement but incorporated herein by
reference.

A. Purpose

The purpose of
evaluation is to provide information for improving performance, provide a
record of facts and assessments for personnel decisions, including decisions by
the Employer on Professional Teacher Status, PTS, and to judge the total job
effectiveness of a teacher on PTS.

B.
Evaluation Report

1. An
Evaluation Report will be based on the current teacher assessment of the
Freetown and Lakeville schools which utilize the existing state guidelines for
minimum performance expectations.

2. The
evaluator must document and justify any item which is judged to be
unsatisfactory.

3. The
evaluation instrument must provide for consideration of significant differences
in teaching assignments; i.e., class size, characteristics of students,
characteristics of the environment, availability of aides and support personnel
(if appropriate).

C. Procedure

1. Non PTS
teachers will be evaluated formally two (2) times from September to April 1.
Such teachers will be evaluated informally three (3) times during that period.
The first observation shall be no later than December 15. Any teacher may be
evaluated more frequently than the minimum schedule stated above.

Notwithstanding
the fact that the Committee or the School Administration may conduct
evaluations of teachers, more often than as stated above, nothing in this
Article shall be construed to require such additional evaluations by the School
Committee or the Administration as a condition precedent to any action which
the Committee or the Administration is otherwise authorized to take by any law
or by any of the terms of this contract. Multiple evaluations will occur only
if the first evaluation documents that improvement is needed.

2. The
evaluator will be trained in general principles of supervision and evaluation;
and the evaluator will abide by the principles of fairness and equity, and
evaluations will be scheduled at the discretion of the evaluator (subject to
C.1.) and will be conducted openly and with the teacher's full knowledge.

3. The
unit member shall have the right to identify any constraints which the unit
member believes may inhibit his/her ability to meet the objectives and
standards established.

4. No
employee shall be evaluated on his/her classroom performance except after fair
and reasonable observation. The result of the observation shall, within twenty
(20) school days, be communicated orally and in writing to the employee. An
employee may provide additional information on his/her performance.

5. The
teacher will have the opportunity to respond, in writing, to his/her evaluation
report. Such response will be attached to the evaluation report and be placed
in the teacher's personnel file.

6: The
evaluation report shall provide specific written recommendations for improving
performance if any areas are identified as needing improvement, and that the
evaluator will make available, when appropriate, counseling and reasonable
resources to assist the teacher toward improvement. Reasonable timelines should
be developed to allow the teacher to benefit from any recommendation(s) for
improvement prior to subsequent evaluations.

7. All
non-PTS teachers shall participate in pre-evaluation conferences with the
administrator responsible for their evaluation. PTS teachers may request, in writing,
a pre-evaluation conference with their administrator which conference shall
occur a reasonable period of time prior to the actual evaluation.

D.
Miscellaneous

1.
Teachers will have the right, upon request to review the contents of their
personnel file. A teacher will be entitled to have a representative of the
Association accompany him/her during such review and to receive a copy of
anything in the file.

2. . No
material derogatory to a teacher's conduct, service, character, or personality will
be placed in his or her personnel file unless the teacher has had an
opportunity to review the material. The teacher will acknowledge that he/she
has had the opportunity to review such material by affixing his or her
signature to the copy to be filed, with the express understanding that such
signature in no way indicates agreement with the contents thereof. The teacher
will also have the right to submit a written answer to such material, and
his/her answer shall be reviewed by the Superintendent and attached to the file
copy. The parties agree to abide by the provisions of Chapter 71, Section 38. A
teacher may grieve and arbitrate the placement of materials in his or her
personnel file pursuant to the provisions of Article VI of his contract and
pursuant to the grievance and arbitration provisions of Article II hereunder.
Regarding teacher evaluations conducted pursuant to state law and the
provisions of this Article, however, a teacher may only grieve or arbitrate
alleged procedural errors; substantive judgments and opinions of evaluators are
not subject to the grievance and arbitration process. In no case shall such
derogatory material be introduced in a grievance or arbitration if such
material was not presented to the teacher for his or her signature provided
however, that written materials or correspondence addressed to the teacher at
his or her place of employment or last noted residential address on the records
of the District, provided further that the teacher has received such
correspondence, shall not be subject to this exclusionary rule. Any grievance
and related document, which has been resolved, shall not be introduced in a
subsequent grievance or arbitration if as part of the resolution of the earlier
grievance it was agreed that any related documents shall be purged from
grievance or personnel files and any other files regardless of their location
upon a stated condition or event.

3. In the
case of any complaint received by the Administration, a teacher will be
notified of the complaint and the source of the complaint, prior to any action
being taken concerning the complaint. The final disposition of the complaint
will be made known to the teacher.

4. The
teacher will be informed as to who will be evaluating him/her, and every effort
will be made to provide evaluators who have or have available to them the
expertise in the subject matter area to be evaluated. In the case of an
emergency, another evaluator may be assigned, and the time lines will be waived
to accommodate the change.

5. The
evaluation process shall be free of racial, sexual, religious and other
discriminations and biases.

6. The
evaluator will be trained in general principals of supervision and evaluation;
and that the evaluator will abide by the principles of fairness and equity and
that evaluations will be conducted openly and with the teachers full knowledge.
It is also expected that evaluation reports shall provide specific written
recommendations for improving performance if any areas are identified as
needing improvement, and that the evaluator will make available, when
appropriate, counseling and reasonable resources to assist the teacher towards
improvement. Reasonable time lines should be developed to allow the teacher to
benefit from any recommendation(s) for improvement prior to subsequent
evaluations.

7. Prior
to evaluations, a teacher will be informed, in writing, as to the purpose of
the evaluation and the procedure to be followed. (A communication referencing
the evaluation Article and the evaluation instrument will suffice for the
notification.)

8. The
performance standards shall be measured.

9.
Information used by any evaluator other than direct observation must he
documented.

E. The
evaluation of unit personnel will be in accordance with the Department of
Education's Regulations for Evaluation of Teachers and Administrators. Said
Regulations were approved by the Board of Education under the authority of the
Massachusetts General Law, Chapter 71, Section 38.

F. All
evaluations standards must meet the following principles of effective teaching:

1.
Currency in the curriculum.

The
teacher is up to date regarding curriculum content.

2.
Effective planning and assessment of curriculum and instruction.

The
teacher plans instruction effectively

The
teacher plans assessment of student learning effectively.

The
teacher monitors students1 understanding of the curriculum
effectively and adjusts instruction, materials or assessments when appropriate.

3.
Effective management of classroom environment

The
teacher creates an environment that is positive for student learning and
involvement.

The
teacher evaluates, tries innovative approaches and refines instructional
strategies, including the effective use of technologies, to increase student
learning and confidence and ability to learn.

5.
Promotion of high standards and expectations for student achievement

The
teacher communicates learning goals and high standards and expectations to
students.

The
teacher promotes confidence and perseverance in the student that stimulate
increased personal student responsibility for achieving the goals of the
curriculum.

6.
Promotion of Equity and Appreciation of Diversity

The
teacher strives to ensure equitable opportunities for student learning.

The
teacher demonstrates appreciation for and sensitivity to the diversity among
individuals.

7.
Fulfillment of Professional Responsibilities

The
teacher is constructive and cooperative in interactions with parents and
receptive to their contributions.

The
teacher shares responsibility for accomplishing the goals and priorities of
his/her grade/team/department, building and school district.

The
teacher is a reflective and continuous learner.

G.
Guidelines for Minimum Performance Standards

An integral part
of both PTS and non-PTS staffs employment in the Freetown and Lakeville Schools
is continuous appraisal by their supervisors of their ability to meet minimum
performance expectations. The appraisal of these minimum expectations will
typically be made through a supervisor's routine contact and interaction with
the staff member. As appropriate to the various jobs performed by staff
members, the minimum performance expectations include, but are not necessarily
limited to the following:

1. Shows
evidence of knowledge of subject matter.

2. Meets
and instructs students at designated locations and times.

3.
Develops and maintains a classroom environment commensurate with the teacher's
style, norms of the building program, appropriate to the classroom activity,
and within the limits of the resources provided by the District.

4.
Prepares for assigned classes, and shows written evidence of preparation and
implementation on request of the immediate supervisor.

5.
Encourages students to set and maintain acceptable standards of behavior.

6.
Provides an effective program of instruction based on the needs and capabilities
of the individuals or student groups involved. This should include, but not be
limited to:

a. Review
of previously taught material as needed;

b.
Presentation of new materials;

c.
Evaluation of student progress on a regular basis.

7.
Correlates individual instruction objectives with the philosophy, goals, and
objectives stated for the school (or schools, systemwide, K-12).

8. Takes
all necessary and reasonable precautions to protect students, equipment,
materials and facilities. Appropriately uses and cares for equipment.

9.
Maintains accurate records as required by law, District Policy, and
administrative regulations, and is prompt in submitting these records.

10. Assists
in upholding and enforcing school rules, administrative regulations, and
policies.

11. Makes
provision for being available to students and parents for education-related
purposes when necessary and by mutual agreement.

12. Attends
and participates in faculty, department, and system-wide meetings.

13.
Cooperates with other members of the staff in planning instructional goals,
objectives, and methods (participates in curriculum development).

14. Assists
in the selection of books, equipment, and other instructional materials.

15. Works to
establish and maintain open lines of communication with students, parents and
colleagues concerning both the academic and behavioral progress of all
students.

16.
Establishes and maintains cooperative professional relations with others in
their buildings and district.

17. Performs
related duties as assigned by the administration in accordance with contractual
obligations.

18. Is
receptive to new ideas and change.

19. Shows
and evidences willingness to accept suggestions and directions for improvement.

20. Has the
ability to follow-up on or follow-through with ideas.

21. Has
command of and appropriately uses the English language, and is able to
communicate effectively in oral and written media.

ARTICLE XX

REDUCTION IN FORCE

A. In the
event the Committee determines in its non-arbitrable discretion that it is
advisable to reduce the number of PTS employees in the bargaining unit, the
procedures set forth hereinafter, which are arbitrable, shall apply:

1. Said
reduction where possible shall be accomplished by attrition.

2. In the
event of a reduction of staff, a PTS employee shall not be laid off if there is
a non-PTS employee whose position the PTS employee is certified to fill.

B. There
shall be four (4) categories and within the affected categories disciplines of
certification shall be defined as follows:

1. K-4
CATEGORY:

Classroom

Music

Art

Physical
Education

Special
Needs with Certification

Reading

Speech
Therapist

School
Psychologist

Library
Science/Unified Media Specialist

2. 5 &
6 CATEGORY:

Classroom

3. 7-12
CATEGORY:

English

Math

Social
Studies

Science
with Certification

(see
Agreement of September 1,1983 regarding Middle School Science Teachers which
is hereby incorporated by reference)

Foreign
Language with Certification

4. 5-12
CATEGORY:

Art

Music

Physical
Education

Special
Needs with Certification

Guidance

Reading

Speech

School
Psychologist

Industrial
Arts

C. Bumping
Procedures at the Elementary Level:

A PTS employee who
has been reached for lay-off will be allowed to bump an employee with the least
seniority in other elementary disciplines in which the more senior employee is
certified and qualified.

D. Bumping
Procedures at the 7-12 and 5-12 Categories:

CATEGORY 7-12:

A PTS employee who
has been reached for lay-off within the 7-12 category will be allowed to bump
an employee with the least seniority in other disciplines in the 7-12 category,
5 & 6 category, and 5-12 category in which the more senior employee is
certified and qualified.

CATEGORY 5-12:

A PTS employee who
has been reached for lay-off within the 5-12 category will be allowed to bump
an employee with the least seniority in other disciplines in the 7-12 category
and 5 & 6 category in which the more senior employee is certified and
qualified.

In addition to the
above if there are no vacant positions in the Regional School District for
which an employee who has been laid off or whose position is eliminated is
certified and qualified, he/she may, upon the recommendation of the
Superintendent, replace any Regional School District employee with the least
seniority in other disciplines taking all disciplines as a whole in which the
more senior employee is certified as herein provided. Such recommendation shall
not be unreasonably withheld.

E. In
implementing the procedures contained in this Article, the term
"qualified" shall mean the more senior employee has previously held a
regular teaching assignment for at least one year in the area of alternative
certification in this school system and providing further that an employee who
has not previously taught/held a position in the area of alternative certification
in this system within the past five (5) years shall obtain six (6) semester
hours of academic preparation in the subject area of alternative certification
prior to the . second year of assignment in the area of alternative
certification.

F.
Seniority shall be defined as the length of continuous service in years,
months, and days in the Freetown, Lakeville, and/or Regional School District in
a professional position within the bargaining unit as described in Article I.

Notwithstanding
the above definition of Seniority which, in effect, precludes Administrators from
displacing members of the bargaining unit, an administrator may be appointed to
a vacancy for which there are no eligible teachers on the recall list. If said
administrator had previous experience in the bargaining unit, then said
administrator shall return to the bargaining unit with all his/her most recent
continuous service earned.

An individual
employee's seniority shall be computed from the initial date of the .
employee's appointment by the School Committee as reflected in the official
School Committee minutes. In the event of identical seniority between two or
more professional employees, tire professional employee who has attained the
highest level of professional training as set forth in appendix A, Section 2
of-this Agreement shall be deemed to have the greater seniority. If there is
identical seniority between two or more professional employees with identical
levels of education as is set forth in Appendix A, Section 2 of this Agreement,
the Committees reserve the right to the final determination of the employee to
be retained.

G. Leaves
of Absence: All paid or partially paid leaves of absence provided in this
Agreement and/or approved by the School Committee shall count towards
seniority. All unpaid leaves will not count towards seniority but shall not
interrupt service. Teachers on leave of absence shall be eligible to be laid
off as though they were currently serving on active duty. For the purposes of
this Agreement, Maternity Leave shall be considered an unpaid leave except for
that portion of disability leave which is paid pursuant to Article VIII.

H.
Notification: Those teachers being laid off will be notified on or before
June 15th.

I.
Certification; For the purposes of this Article, "certification"
shall mean a professional employee's credentials as mandated by the
Massachusetts State Department of Education Bureau of Certification. In
implementing the procedures set forth in this Article, the teacher's
certification to be utilized is that certification on file in the
Superintendent's office at the time the School Committee initially votes a
reduction in force.

J.
Seniority List; By February 1st of each school year the Superintendent of
Schools with the assistance of the President of the Educators' Association of
Freetown and Lakeville will prepare and post a seniority list by discipline. If
so certified, personnel may appear on the seniority list in more than one
discipline as defined in this Article. Said seniority list shall be posted in
all buildings. Professional employees with the greatest length of seniority as
previously defined will be listed first in each discipline. Employees with the
least amount of service will be placed last on the list.

K. Recall:

1. The
effective date of the reduction or release shall be the last day worked by the
teacher. In cases where the last day worked is the last day of the school year
for teachers, such effective date shall be the day before the first day of the
next school year for teachers.

2. A
professional employee on the recall list shall be deemed to be on an
involuntary leave of absence for the duration of his/her recall period.

3.
Employees on the recall list will be recalled to vacancies which may occur in
their last previous discipline in the reverse order of their lay-off. All
employees on the recall list will be recalled to vacancies which may occur in
disciplines in which they hold alternative certification provided there are no
employees on the recall list awaiting recall to vacancies in said discipline
and provided further that said employee has taught/held a position in such
other discipline in the school system in accordance with the conditions set
forth in Section E of this Article. If the position cannot be filled by a teacher
on the recall list who is certified and qualified for said position but there
is a teacher on the recall list who is certified for said position, the
qualification requirement will be waived. In addition, if there is an employee
on the recall list who is certified but not qualified for a position and more
senior than another certified and qualified teacher eligible for said position,
either teacher, may, upon the recommendation of the Superintendent, be
appointed to the position.

4. When a
vacancy occurs which the School Committee determines to fill, the appropriate
teachers on the recall list will be notified by certified mail at their last
address on file in the Superintendent's Office. Failure to accept the certified
mail shall not justify failure to meet the necessary response date. Failure to
respond to the Superintendent of Schools within fourteen (14) calendar days of
the mailing date of the recall notice shall be considered a rejection of such
offer and the employee shall be dropped from the recall list. It shall be the
responsibility of the personnel on the recall list to inform the Office of the
Superintendent of Schools, in writing, of changes in address. Employees on the
recall list shall have priority in filling vacancies until all appropriate
teachers on the recall list have been offered the vacancy pursuant to the
provisions of this paragraph. A teacher, who accepts a part-time position upon
recall;, shall have first choice for the next vacant full-time position for
which said employee is both certified and qualified.

5. For
purposes of this Article, "vacancy" shall be defined as a
professional teaching position caused by resignation, retirement, death, or
resulting from the establishment of a new position or from a leave of absence
of not less than one (1) year.

6. Subject
to the provisions of applicable law and the insurance policy, an employee on
the recall list shall be entitled to membership in any group health or life
insurance coverage in existence at the time of the effective date of the
lay-off provided, however, that the employee pay the entire cost of such
insurance pursuant to the requirement of the law, and there shall be no
contribution by the Committee for said employee's insurance.

7. Upon
return to active employment from the recall list, an employee will have
restored to him/her any benefits he/she had accumulated prior to lay-off
including, but not limited to, the same number of sick days which he/she had
accumulated at the time of his/her lay-off. Upon return, an employee will be
placed on the appropriate salary schedule at the same step attained just prior
to lay-off unless the lay-off occurred during the work year and the employee
had worked for more than 91 days, in which case the employee will move to the
next step of the appropriate salary schedule.

8. No
teacher covered by the Contract will be laid off and replaced as a result of
professional services being performed by per-diem/intermittent substitute
teachers, teacher aides, or in-school academic tutors who are specifically
excluded from the bargaining unit. It is understood by the parties that the
above language shall in no way infringe upon the School Committee's right to
reduce a full time position to a part-time position.

The provisions of
this Article shall not apply to employees whose contracts are not renewed or
whose contracts are terminated for reasons other than a reduction in personnel.

Except as set
forth, below, nothing in this Article shall act so as to diminish the rights of
teachers under M.G.L., Chapter 71, sections 41 & 42, and Chapter 32,
Section 16. Any teacher who accepts an involuntary leave in lieu of dismissal
as the result of a reduction in force pursuant to this Article, shall waive, in
writing, any present or future rights to a dismissal hearing which he or she
may have pursuant to Chapter 32, Section 16, and, Chapter 71, Section 42. Any
employee who desires to obtain the protection of PTS rights and contractual
benefits provided by this Article in lieu of dismissal shall execute and
deliver to the Committee a counterpart of the form attached hereto as Exhibit
A., a waiver of any rights to a dismissal hearing and appellate procedures
which said employee may have pursuant to M.G.L., Chapter 71, Section 42 and 43A
and Chapter 32, Section 16. The Committee, or its authorized designee, will
execute and provide to any such employee a counterpart of Exhibit B, attached
hereto.

For the
Freetown-Lakeville Regional

School Committee

EXHIBIT A

TEACHER LETTER

I have received
the School Committee's notice that it intends to take a vote on________, (20), with
respect to my dismissal effective (20 ) pursuant to the provisions of
M.GL.c.32, S. 16. I understand I have a right to request and be furnished by
the School Committee with a written statement of the reasons for which my
dismissal is proposed, and a right to request and be given a hearing before the
School Committee with representation of counsel of my own choosing. I also
understand that I have a right to appeal such a vote of the School Committee
pursuant to M.G.L.c.32, S.16 and c.71 42.

Since I desire to
secure the benefits of the recall period as set forth in the contract between
the Freetown-Lakeville Regional School District Committee and the Educators'
Association of Freetown and Lakeville dated_____, (20 ), and because I wish to
retain my status as a PTS teacher in the School system during such recall
period, and in the event of my recall and return to active service, and since I
admit that due to economic and budgetary considerations the School Committee
has good cause for my dismissal, I hereby waive any written statement of the
reasons, and waive my request for a hearing, and waive all rights of appeal,
all as provided in c.71, 42 and 43a, and c.32, S.16 of the Massachusetts
General Laws, all in considerations of the School Committee's agreement that
because of such admissions and waivers, the School Committee shall not vote on
my dismissal effective at the end of the school year pursuant to the provisions
of M.G.L., c.71, S.42 and c.32. S.16 but shall instead place me on an
involuntary leave of absence without pay or increment as a result of layoff.

I understand that
effective_____, I will, unless recalled and returned to effective service, be
on a leave of absence without pay or increment as a result of layoff. If I am
returned to active service during the recall period, the Committee agrees that
any and all waivers and admissions which I have made in this letter shall not
be applicable to any subsequent layoff(s) and/or dismissal(s). If I am not
returned to active service during recall period, I understand the Committee
will vote to dismiss me at the end of said period and that I have waived my
rights to any statement of the reasons, and my rights to any statutory hearings
or appeal with respect to that dismissal.

I expressly do not
waive any right I may have to contest by grievance and arbitration whether the
School Committee has observed the provisions of the Contract between the
Freetown-Lakeville Regional School Committee and the Educators' Association of
Freetown and Lakeville dated .(20)

EXHIBIT B

SCHOOL COMMITTEE LETTER

The School
Committee is in receipt of your letter of______, (20 ), requesting that you be granted
an involuntary leave of absence without pay or increment as a result of layoff.

In order that you
may receive the benefits of recall and in order that you may retain your status
as a PTS teacher in the School System during such recall period, and in the
event that due to economic and budgetary considerations the School Committee
has good ;cause for your dismissal, and in consideration of your having waived
the following:

(1) any
written statement of the reasons for which your dismissal is proposed

(2) any
request for a hearing before the School Committee as well as before the
Contributory Retirement Appeal Board under M.G.L., c.32, s.16

(3) all
rights of appeal as provided in M.G.L., c.71, S.42 and 43a, and M.G.L., c.32,
S.16;

therefore, the
School Committee expressly agrees that because of your admissions and waivers, the
Committee shall not vote on your dismissal effective_______of the (__) school
year but rather for a leave of absence without pay or increment as a result of
layoff pursuant to the Contract between the Freetown-Lakeville Regional
District School Committee and the Educators' Association of Freetown and
Lakeville.

As a result of the
School Committee's having granted your request, effective__, you will, unless recalled
and returned to active service, be on a leave of absence without pay or
increment as a result of layoff.

The Committee
agrees that if you are returned to active service during the recall period, any
and all waivers and admissions to which you have agreed with respect to this
initial layoff shall continue in full force and effect but shall not be
applicable to any; subsequent layoff(s) and/or dismissal(s). If you are not
returned to active service during the recall period the Committee will vote to
dismiss you at the end of said period, and in accordance with your waivers and
admissions there will be no requirements of any statement of reasons, or of any
formal statutory hearings and no appeal from said dismissal vote.

The Teachers
Association and the Committee further agrees that you expressly do not waive
any right you may have to contest by grievance and arbitration whether the
School Committee has observed the Contract in effect at the time of your
layoff.

In the event you
are not returned to active service in accordance with the recall provisions of
the Contract then, in such event, the Committee intends to vote on your
dismissal on ______(20 ), at its meeting at :p.m. in the Superintendent's
Office or such other place as may be designated as its meeting place on that
date.

ARTICLE XXI

GENERAL PROVISIONS

A. This
instrument constitutes the entire Agreement arrived at as a result of
Collective Bargaining negotiations, except such amendments hereto as shall have
been reduced to writing and signed by the Parties.

B. The
terms of this Agreement are applicable to any bargaining unit employee engaged
in after school teaching, tutorial, summer program, coaching, and intramural
activity to the extent that this agreement makes specific reference to said
activity,

C. Regular
part-time teachers shall be entitled to share in all the benefits of this
Contract in direct proportion to the amount of time they work as specified
herein. Regular part-time teachers shall share in the usual and customary
duties and responsibilities of all other unit members.

D. Any
waiver or breach of condition of this Agreement by either Party shall not
constitute a precedent with respect to further enforcement of all the terms of
this Agreement.

E. In the
event that any provision of this Agreement or application of this Agreement to
any employee or group of employees within the bargaining unit or any
arbitration award made hereunder shall be held to be contrary to state or
federal law, then such provision or application shall not be deemed valid and
subsisting, except of the extent permitted by law, but all other provisions of
this Agreement will continue in full force and effect for the duration of this
Agreement.

F. The
School Committee and the Association agree not to discriminate against any
member of the bargaining unit on the basis of race, color, creed, national
origin, sex, marital status or outside political activities.

G. The
Committee and the Association recognize that teaching is a professional
endeavor and in order to promote professional growth and improve educational
quality in the system, it is desirable that within the criteria of the
established curriculum and teacher evaluation procedures, individual teaching
styles be recognized.

H.
Non-Waiver:

The failure by the
Committee or by the Association in one or more instances to observe or enforce
any provision of this Agreement shall not be a waiver of said provisions.

I.
Protection:

In any reported
assault and battery suffered by a teacher, the administration will immediately
notify the town solicitor's office or Counsel to the school committee. Teachers
are hereby advised of their option to pursue the matter through the District
Attorney's Office in the event they wish to bring criminal charges and are
further advised they may have other rights of a civil nature which may be
exercised through independent counsel. If the school committee's liability
insurance carrier provides counsel for employees of the district, and subject
to the provisions of Chapter 258 of the General Laws of the Commonwealth, a
teacher may obtain advise of such counsel regarding his or her rights. When a
teacher reports to an administrator an assault by a student the administrator
shall conduct an inquiry as soon as practicable. Consistent with due process,
students may be suspended or otherwise disciplined if such action is deemed
appropriate by the administrator.

J.
Substance Abuse:

Alcoholism and
drug abuse are recognized by the parties to be treatable illnesses. Without
detracting from the existing rights and obligations of the parties recognized
in the other provisions of this Contract, management and the union agree to
cooperate in encouraging employees afflicted with alcoholism or drug abuse to
undergo a program designed to rehabilitate the employee. An individual can
avail him/herself of up to twenty (20) workdays with sick leave pay for
enrollment in a recognized substance abuse program. Any additional days would
be subject to approval by the School Committee. If the problem recurs, or an
employee refuses to avail him/herself of assistance, and alcoholism or drug
abuse impairs work performance, attendance, conduct or reliability, the normal
contractual disciplinary procedures for dealing with problem employees may be
used.

K. Professional
Support:

The Committees
believe that within a progressive discipline model the processing and
investigation of complaints concerning professional staff is an administrative
responsibility, subject to the terms of the Agreement and applicable law. A
system of complaint management mutually devised by the Committee and the
Association assists all parties to understand the process. Therefore, the
Committee and the Association agree as follows:

1.
Teachers will be supported by administrators in all cases in which such
teachers have acted in accordance with School Committee Policy, Rules and
Regulations, building policy, the teachers' handbook, statutes of the
Commonwealth or the United States or teachers have used reasonable professional
judgment.

2.
Whenever a complaint is made to any administrator concerning a teacher, which
the administrator considers serious, the administrator shall first refer the
complainant to the teacher and so notify the teacher, who will contact the
complainant for the purpose of scheduling a meeting. If the complainant
requests a meeting with the teacher, the teacher will schedule such meeting. If
the teacher so requests, a building administrator will be present at such
meeting.

3.
Complaints may be handled either formally or informally. In informal instances,
the Administration will verbally advise the teacher of the status and outcome
of the matter. If the Administration determines that a formal procedure is
wan-anted, the Administration will so advise the teacher in writing. The
Administration will then investigate and review the matter prior to making a
written determination which will be forwarded to the teacher. Adverse action,
if any, will be consistent with progressive discipline and subject to the terms
of the Agreement and applicable law.

L. The
President of the Association shall be provided with an advance copy of the
agenda of School Committee meetings. Upon request of the Association, the
minutes of School Committee meetings will be provided to the Association within
five (5) business days after the approval of said minutes.

M. To the
extent required by regulations of the Massachusetts Department of Education
concerning teacher recertification, teachers will relate their Individual Professional
Development Plans to the district plan and their individual school improvement
plans and will not have approval of their plans unreasonably denied.

ARTICLE XXII

SALARIES

A. The
salary schedules and general provisions with respect to salaries shall be set
forth in Appendices A, B, and C of this Agreement.

B.
Longevity:

Effective
9/1/09

12
years$1,350.00

20
years$1,450.00

25 years
-$1,550.00

30
years$1,650.00

All years of
teaching in Freetown, Lakeville, and Regional Schools shall count towards years
of service. For employees hired during a school year, the following shall
apply; an employee with an initial hire date before February 1 of the school
year shall receive credit for that year. Employees with initial hire dates
after February 1 of the school year shall not receive credit for that year for
the purpose of calculating longevity only. Longevity payments shall be made in
a lump sum in the first paycheck in December, each year.

C. Longevity
Buy-Out

Effective
September 1, 2004, bargaining unit members with a minimum of ten (10) completed
years of service may elect Longevity Buy-Out payments once in their career, as
provided herein below, for three (3) consecutive years.

Longevity payments
specified in Article XXII, Section B will continue upon a bargaining unit
member's election of Longevity Buy-Out payments under this section, under the
following terms.

The longevity
buyout payments will be reduced by the amount of the longevity payment and the
balance will be paid on a bi-weekly basis for three years. No staff member may
receive more than the maximum 3-year longevity buyout of 3 years at $5,825.00
or $17, 475.00 when combining longevity payments and longevity buyout payments.
Therefore, if a staff member elects to leave prior to the 3rd full
year of longevity buyout payments, the traditional longevity payment in
December will be forfeited. The balance of the payments due will still be
spread out from September to June each year even if the staff member is no
longer actively employed. All payments for longevity and longevity buyout will
cease after 3 years, even if the staff member remains actively employed.

In order to elect
this option, an employee must provide written notice to the Superintendent on
or before the November 15 immediately proceeding the September 1 of the first
year of this option.

After 10 through
14 years - $3,450.00 per year

After 15 through
19 years - $4,625.00 per year

After 20 years
- $5,825.00 per year

D. All
members of the bargaining unit shall have the following options for payment of
salary:

1.
Bi-weekly equal payments (26 pay periods).

2.
Bi-weekly equal payments for the duration of the school year, (22 pay periods)

3. All
members of the bargaining unit will utilize direct deposit.

ARTICLE XXIII

DURATION

A. This
Agreement shall become effective September 1, 2012, and shall continue in
effect up to and including midnight of August 31, 2015.,

B. Either
party may give to the other written notice of its intentions to terminate or
modify this agreement by certified mail between September 1, 2014 and December
31, 2014.

C.
Negotiations for terms of a new agreement to become effective September 1,
2015, will start no later than sixty (60) calendar days after the service of
notice as provided in paragraph B above.

D. None of
the provisions contained in this Article shall prevent the parties, by written
agreement, from extending any portion or all of this agreement (at any time
after notice to terminate or modify is given) for any agreed upon period beyond
its expiration date.

EARL REPRESENTATIVES

_______________________
_______________________________

Panle Money, President
Date

_______________________
_______________________________

Cynthia Stork,
Bargaining Chair Date

FREETOWN LAKEVILLE
REGIONAL SCHOOL COMMITTEE

____________________________
_____________________________

Javid Goodfellow,
Chair Date

APPENDIX A

GENERAL PROVISIONS

1. INITIAL
EMPLOYMENT:

The opening of the
beginning salary, with respect to steps and levels, for any teacher applying to
one of the units covered by this Agreement, shall be set through recommendation
of the Superintendent to the School Committee, and shall be finally set by
appropriate action on the part of the School Committee, Due weight shall be
given to the teacher's preparation, past experience, the availability or
scarcity of qualified persons, number of years of teacher experience, and the
nature of the position to be filled, Any teachers who are hired at a lower step
or level than that Tot which they
may potentially be qualified by prior experience, credits or degrees, shall be
so notified in writing, at the time of their initial employment.

2.
DEFINITION OF LEVELS:

The levels on this
salary schedule shall be designated as follows:

I. =
Bachelor's (BS; BA)

II. =
Bachelor's plus 15 credits (BS; BA)

III. =
Master's (MA; M.Ed; MAT)

IV. =
Master's plus 15 credits (MA; M.Ed; MAT)

V. =
Master's plus 30 credits (MA; M.Ed; MAT)

VI. =
Master's plus 45 credits (MA; M.Ed; MAT)

VII. =
Master's plus 60 credits (MA; M.Ed; MAT)

Courses taken
after and beyond the bachelor's degree, regardless of sequence, may be used for
advancement on the salary schedule.

3.
CERTIFICATION WAIVER: Persons serving on a waiver must show evidence of
progress toward certification during each contract year. No increment shall be
given to a person on the salary schedule serving under a waiver who fails to
submit satisfactory evidence of progress towards certification in the subjects
for which he is employed to give instruction. Personnel teaching in a subject
area covered by Chapter 71B (Chapter 766) of the General Laws of the
Commonwealth of Massachusetts shall not be subject to this provision.

4. LEVEL
ADVANCEMENT:

A. Courses taken
for advancement to Level II (first fifteen hours) must be approved by the
Superintendent of Schools, except that courses taken in the subject matter
field will not he disapproved. Subject matter field is defined as follows:

1.
Elementary: All subjects currently taught within the respective school.

2.
Intermediate School: All subjects currently taught within the respective school
and/or the teacher's assigned specialty within the team or grade.

3. Middle
School: The teacher's assigned specialty within the team or grade.

4. High
School: The teacher's assigned class specialty.

5. All
Levels: A maximum of nine (9) credit hours within the first fifteen (15) hours
may be taken in the field of education (excluding guidance).

B. Courses
taken in any graduate degree program in the teacher's field or in the field of
education need not be submitted for prior approval, unless they are being used
to qualify for a Level II advancement.

C. Courses
taken beyond Level III need not be submitted for prior approval as long as they
are in the field of education, the assigned subject matter field, or have
direct application to the teacher's job assignment. Any exceptions to this provision
must be given prior approval by the Superintendent of Schools,

D. Courses
taken on the undergraduate level shall receive one/half (1/2) their value for
salary advancement purposes unless they are approved by the Superintendent for
full salary credit.

E.
Employees shall provide the Superintendent's Office with written verification
by the best available evidence of successful completion of courses taken for
level advancement as soon as possible and no later than two weeks prior to the first
day of school. If said verification is other than by transcript, said
transcript shall be filed with the Superintendent's office no later than
November 30th.

5. PRIOR
RULES

A. All
teachers on Level II or beyond on the payroll, effective September 1, 1974, are
permitted to advance two (2) additional Levels from their position on that date
without achievement of the Master's Degree.

B. All
teachers on Level I with nine (9) credit hours, effective September 1, 1975,
are permitted to advance two (2) additional Levels without achievement of the
Master's Degree.

C.l. For the
purposes of the application of prior rules only, Levels are defined as follows:

a. Level
I Certification

b. Level
II Certification +15 credits

c. Level
III Certification + 30 credits

d. Level
IV Certification + 45 credits

e. Level
V Certification + 60 credits

2.
Certification shall mean approval by the appropriate division of the Department
of Education of the Commonwealth of Massachusetts in the form of a certificate,
properly dated, that the employee is approved to serve as a teacher in the
Commonwealth of Massachusetts,

3. All
"prior rules" for approval and crediting of courses taken toward
progress on the salary schedule set forth in the 1972-74 contract between the
Committees and the Association shall govern progression under this provision.

6. CHANGES
IN TEACHING ASSIGNMENT:

If a certified
teacher is required to teach in an area where he/she lacks certification, the
courses then taken to achieve the additional certification shall be applicable
to both horizontal and vertical progression.

7. TUITION
REIMBURSEMENT:

The School
Committees agree to pay fitly percent (50%) of the tuition for one course per
year* per teacher taken in a degree program, in his field, in education, or
other courses approved by the Superintendent, i passed with a grade
of B-or better. Regular part-time teachers, as defined in Article I, shall also
receive fifty (50%) percent of the tuition for one (1) course per year as
described above.

Paid by the
Committee for the one course per year:

Tuition Fees

9/1/12
1/2 cost full cost

Prior to the start
of any course or workshop session, a teacher must complete a course
reimbursement form, if they wish to be reimbursed for that one course for that
school year. It must be signed by the principal and by the superintendent, or
his designee. A signed copy will be returned to the teacher within ten (10)
business days, with a purchase order number assigned to it, guaranteeing funds
have been encumbered for the purpose of reimbursement. This is not to be
construed as a need for course approval.

Internships
requiring substitute teachers

In lieu of tuition
reimbursement for any course, a teacher may request in-district professional
development time for the purpose of observation and/or fulfilling other internship
requirements.

Teachers utilizing
this option will be exempt from the course reimbursement benefits for that
school year. Prior to the start of this course, the teacher must complete a
course reimbursement form, check the box that states Reimbursement Not
Requested, and fill in the number of days that a substitute teacher will be
required.

8. CHANGES
IN LEVEL:

Teachers who
anticipate completion of requirements for reclassification from any one of the
salary levels to a higher salary level by September 1 of any year, must notify
the Superintendent of such possibility prior to the preceding November 1.

9. STATE
REQUIRED COURSES;

In those instances
where courses are required by a Division of the Massachusetts Department of
Education which said Division shall consider essential for approval of the
school program, the Committee will reimburse the individuals for expenses
incurred.

10.
CONTINUITY OF STATUS:

Each person
presently included in this bargaining unit shall be assumed to have satisfied
all requirements for progression on the new Salary Schedule if they qualified
for such movement under the previous instrument; and no person presently
included in this bargaining unit shall be penalized by regression through
Levels or Steps, or loss of Course credits as a result of the transition to or
interpretation of the Contract effective September 1,1980.

11. PRINTED
COPIES:

Copies of this
Agreement will be made available to all employees covered by this Agreement,
all members of the School Committees, and all members of the Administration via
the District's website, as well as the EAFL website.

12.
STIPENDS:

All members of the
bargaining unit shall be paid at the rate equal to $38.73 per hour for all work
done outside the school day in the following areas:

1.
Curriculum

2.
Tutoring

3. Summer
School

4. Title
Projects

5. Grants

6.
Anything else not included in the Appendix C.

Mentors must be
certified as a mentor through a state approved program and have at least five
years of employment in the district and in the discipline, and will have the
following payment options: (a) two (2) in-service credits, or

(b) a lump sum
payment of $600.00.

13.
Part-time teachers who are new to the bargaining unit shall continue on the
Salary Schedule - Appendix A - in a manner consistent with the past practice of
the Committee and the Association.

14.
Non-Resident Employee Student Enrollment

Members of this
bargaining unit shall be granted the privilege of free tuition at any of our
public schools under the following provisions:

1. No
implied preference shall be granted for the enrollment of any non-resident
child in school and classes where enrollment is over-crowded, to the exclusion
of the enrollment of resident children.

2. No
implied guarantee shall be made requiring the enrollment of any student within
the same school to which the parent member may be attached.

3.
Non-resident children of bargaining unit members may be asked to withdraw from
enrollment in extreme disciplinary cases or when an I.E.P. under Chapter 766
would place an unfair financial obligation upon the Town of Freetown, the Town
of Lakeville, or the Freetown-Lakeville Region.

4. It is
understood that the discretion of the School Committees and the Superintendent
in non-resident enrollment shall be final and not subject to the provisions of
the grievance procedure herein.

5. The
employee is responsible for the transportation of the student to and from the
designated school(s).

6. A
letter to the Superintendent requesting enrollment for each child each year
must be submitted no later than thirty (30) days prior to the start of the
school year, or the date of enrollment.

15. NATIONAL
BOARD CERTIFICATION

The School
Committee agrees to reimburse fifty percent (50%) of the cost (fees) upon
successful completion of National Board Certification subject to the following
conditions:

a. A teacher
must obtain signed approval of the principal and superintendent prior to
enrollment in the program.

b. A teacher
must be at the Masters Level (Level 3)

c. The Committee
reserves the right to limit the amount of applicants to no less than five in
any school year.

A National Board
Certified Teacher shall receive a stipend of $2000.00 per year.

APPENDIX B

TEACHERS' SALARY SCHEDULES

TEACHER SALARY SCHEDULE 2012 - 2013

B

B+15

MASTERS

M+15

M+30

M+45

M+60

Step/Lv

1

2

3

4

5

6

7

1

39636

40336

41180

41834

42535

42914

43289

2

41567

42396

43331

44122

44947

45391

45833

3

43591

44560

45594

46535

47495

48012

48526

4

45713

46835

47976

49079

50189

50784

51379

5

47939

49226

50483

51763

53035

53716

54398

6

50028

51614

53035

54475

55886

56675

57459

7

52398

53982

55565

57158

58734

59586

60436

8

54611

56350

58115

59845

61579

62524

63466

9

56833

58737

60636

62548

64444

65477

66506

10

59068

61104

63167

65246

67290

68411

69527

11

61557

63796

66017

68254

70492

71712

72935

12

63745

66005

68252

70103

72773

74004

75238

TEACHER SALARY SCHEDULE 2013 - 2014

B

B+15

MASTERS

M+15

M+30

M+45

M+60

Step/Lv

1

2

3

4

5

6

7

1

40032

40739

41592

42252

42960

43343

43722

2

41983

42820

43764

44563

45396

45845

46291

3

44027

45006

46050

47000

47970

48492

49011

4

46170

47303

48456

49570

50691

51292

51893

5

48418

49718

50988

52281

53565

54253

54942

6

50528

52130

53565

55020

56445

57242

58034

7

52922

54522

56121

57730

59321

60182

61040

8

55157

56914

58696

60443

62195

63149

64101

9

57401

59324

61242

63173

65088

66132

67171

10

59659

61715

63799

65898

67963

69095

70222

11

62173

64434

66677

68937

71197

72429

73664

12

64382

66665

68935

70804

73501

74744

75990

TEACHER SALARY SCHEDULE 2014-15

B

B+15

MASTERS

M+15

M+30

M+45

M+60

Step/Lv

1

2

3

4

5

6

7

1

40833

41554

42424

43097

43819

44210

44596

2

42823

43676

44639

45454

46304

46762

47217

3

44908

45906

46971

47940

48929

49462

49991

4

47093

48249

49425

50561

51705

52318

52931

5

49386

50712

52008

53327

54636

55338

56041

6

51539

53173

54636

56120

57574

58387

59195

7

53980

55612

57243

58885

60507

61386

62261

8

56260

58052

59870

61652

63439

64412

65383

9

58549

60510

62467

64436

66390

67455

68514

10

60852

62949

65075

67216

69322

70477

71626

11

63416

65723

68011

70316

72621

73878

75137

12

65670

67998

70314

72220

74971

76239

77510

Appendix C

Extra Curricular Activities/ Coaching Salaries

1. A Joint
Salary Restructuring Committee was established by the Parties promptly
following the execution of the 2009-12 Agreement to review individual extra
curricular and coaching salaries to ascertain if the salary of any such positions
should be restructured. Such Committee was comprised of an equal number of
members appointed by the Employer and the Association. It was the goal of the
Parties that such Committee reports its recommendations to the Parties as soon
as possible, and that the Committee remain on-going,

2.
Appendix C positions are one-year appointments and will be posted annually
prior to the end of the school year. Candidates must submit a letter of intent
to the building principal, In the event of multiple candidates for the same
position, interviews will be conducted by the building principal, or his
designee, of all qualified candidates.

3. If an
activity that is not included in Appendix C is stalled in a non-negotiating
year, the stipend will be set at five hundred dollars ($500.00) for the first
year, and seven hundred and fifty dollars ($750.00) for the second year. If
after the second year the activity is deemed valuable, then negotiations for
appropriate compensation and placement in Appendix C will take place.

4. When
there is more than one advisor for an Appendix C activity and if, during the
school year, one of the advisors, for whatever reason is no longer capable of
performing services, the remaining advisor has two options:

a. receive
the residual from the other member's stipend and become the sole provider